ASSOCIATE STAFF

PERSONNEL OBJECTIVES

AIM: To provide a culture in which individuals are encouraged to develop their maximum potential

OBJECTIVES:

SHORT TERM: Effective induction to the school for every employee

Effective support in the classroom

Negotiated job descriptions

MEDIUM TERM: Training policy produced

All line manages accept responsibility for identify the training and

development needs for their staff

LONG TERM: All colleagues, including associate staff, fully trained and motivated

containing professional development becomes embedded in the school

culture.

Investors in people award process is followed through.

STRATEGY (BROAD PLAN)

TACTIC (DETAIL)

SHORT TERM

All associate staff have an induction programme Establish a working party of staff, including support, associate staff, plus governor, to review induction arrangements and produce a draft training policy for discussion. This to be presented to the strategy group

All associate staff have an up to date job description This is to be negotiated with line manager during the first four weeks of employment and a copy passed to personnel : Review in September

All associate staff have a personnel development profile with a training history kept within it Issue P.D.P to new staff in first week of employment. There need to be purchased from N.P.D.C
Training session needed.

MEDIUM TERM

Training policy is produced Personnel working party present training (staff development) policy to the strategy group for discussion
The policy is presented to Governors

All line managers accept responsibilities for identifying the training and development needs for their staff Training needs analysis to be carried out by line managers, and promises identified and documented.
Copies passed to personnel

All associate staff are part of the appraisal system Training is provided to facilitate this. Nominated member of staff to attend N.I.A.S MP25#A. Developing appraisal system for associate staff. *Tuesday 13th June 95 (4.15 - 5.45p.m) Daventry P.D.C code A £36

LONG TERM

All colleagues have an induction programme followed by a continuity professional development programme Human resource
Development become a significant part of every line managers role
All individual and institutional needs are identified and documented (L.I.P)

The investors in people award process to followed through Attendance of Mo88 19/9/95 p.m followed up by consultancy in spring 96
(£324)

ASSOCIATE STAFF

Associate Staff

Admin. Team - Manager Elaine

Elaine Faller

Steph Howard

Lynne Varley

Marion Thompson - V.I.P Trainee

Graham Baker - Campus Supervisor

Classroom Assistants / Special Needs Support

Emma Meade

Sarah Herratt

Jill Knowles

Human Resources

Alison Hawkes - Line Manager

Jackie Goodyear - Lab Technician

To be appointed - Design Studio Technician

Lunchtime Supervisor

Sue Skipper

Helen Hurwood

Kay Tuohy

Janet Thompson

Hazel Collard

Anna Daniels

STRATEGY (BROAD PLAN)	TACTIC (DETAIL)

SHORT TERM

All associate staff have an induction programme	Establish a working party of staff, including support, associate staff, plus governor, to review induction arrangements and produce a draft training policy for discussion. This to be presented to the strategy group
All associate staff have an up to date job description	This is to be negotiated with line manager during the first four weeks of employment and a copy passed to personnel : Review in September
All associate staff have a personnel development profile with a training history kept within it	Issue P.D.P to new staff in first week of employment. There need to be purchased from N.P.D.C Training session needed.

MEDIUM TERM

Training policy is produced	Personnel working party present training (staff development) policy to the strategy group for discussion The policy is presented to Governors
All line managers accept responsibilities for identifying the training and development needs for their staff	Training needs analysis to be carried out by line managers, and promises identified and documented. Copies passed to personnel
All associate staff are part of the appraisal system	Training is provided to facilitate this. Nominated member of staff to attend N.I.A.S MP25#A. Developing appraisal system for associate staff. *Tuesday 13th June 95 (4.15 - 5.45p.m) Daventry P.D.C code A £36

LONG TERM

All colleagues have an induction programme followed by a continuity professional development programme	Human resource Development become a significant part of every line managers role All individual and institutional needs are identified and documented (L.I.P)
The investors in people award process to followed through	Attendance of Mo88 19/9/95 p.m followed up by consultancy in spring 96 (£324)